A job interview provides insight into a candidate’s experience and skills, but reference checks offer valuable additional information about their work performance, strengths and ability to collaborate with others. Feedback from previous managers can help employers assess a candidate’s suitability for a role more thoroughly and make a more informed hiring decision.

Before conducting a reference check, ask the candidate to provide contact details for their previous employers. It is important to prepare your questions in advance and focus on the most relevant topics to make the best use of the referee’s time. Choosing the right time for the conversation is equally important. Make sure the referee is available to speak and is in a private setting where they can share their feedback openly without being overheard. Otherwise, the information you receive may be limited or lack detail.

To make preparing for a reference check easier, we have put together 20 sample questions. You can select the ones most relevant to the specific position you are recruiting for.

 

Previous Working Relationship and Overall Assessment

  1. How long did you work with the candidate, and in what capacity did you work together?

  2. What were the candidate’s main duties and responsibilities?

  3. How would you describe the candidate as a person and a colleague?

  4. What were the candidate’s key strengths in their work?

Teamwork and Communication

  1. How would you describe the candidate’s contribution to teamwork?

  2. How would you describe the candidate’s communication style?

  3. How did the candidate respond to feedback, both positive and negative?

  4. How did the candidate handle disagreements or challenging situations when working with others?

Professional Skills and Performance

  1. How would you describe the candidate’s results-oriented approach?

  2. How would you describe the candidate’s initiative and determination?

  3. How would you assess the candidate’s ability to learn?

  4. How did the candidate approach and solve problems at work?

  5. Which of the candidate’s professional achievements stood out to you the most?

Workplace Challenges and Development Opportunities

  1. How would you describe the candidate’s ability to handle stress and perform under pressure?

  2. How would you assess the candidate’s ability to adapt to new situations and responsibilities?

  3. Based on the candidate’s existing skills and experience, what opportunities do you see for their professional development?

Management and Motivation

  1. What do you think motivates the candidate most? How would you recommend their future manager motivate them?

  2. What kind of support did the candidate need most from their manager?

  3. Is there anything else you would like to add about the candidate?


In addition to general questions, reference checks should also cover the skills and knowledge relevant to the specific role. Depending on the position, this might include the candidate’s technical expertise, industry-specific knowledge or negotiation skills. Where possible, ask referees to support their assessments with specific examples to gain a more complete understanding of the candidate’s previous work experience.

The feedback gathered during reference checks should be considered alongside the job interview and other information collected throughout the recruitment process. This helps build a more thorough and balanced understanding of the candidate’s suitability for the role.

Need help finding the right employees or managing your recruitment process? Get in touch with TeamCreator or email us at info@teamcreator.ee and let’s find the right people for the right roles together.